In this age of cheaper-faster-better resource management is critical to organization survival. The resource that poses the biggest organization management challenge, …
Your star performer creates employee resentment
At school, model students can shine above the rest. Held as scholarly exemplars, with honor society and class rank to herald …
Hiring the right person is more cultural than technical
When building a team the potential personality clashes and social miscues realize hiring the right person is more cultural over technical.
Our big letdown with leaders
A good piece in Sunday’s Boston Globe Ideas section reveals we human beings disappoint easily. And if we are easy to disappoint we …
4 performance myths dispelled and no more performance reviews
September’s Talent Management magazine writer Mr.Harold D. Stolovitch provides a reality check within his Human Performance column titled Dispelling Performance Myths …
The key to innovation may be better employee hygiene
Today’s drive for continual innovation, as taught or written or sought or crowd sourced, has a lot to do with early …
Evaluating risk: financial models versus competency models, part 2
Models attempt to identify the assets that have value. How to manage those assets. And how to strategically turn these assets …
Hiring the right person is more emotional than rational
You have to assume every person you interview has the technical skill to do the job. Once past the traditional human …
The bureaucrat and bureaucracy revisited
Bureaucracy is important to manage risk. Max Weber (1864 – 1920) German sociologist, political scientist, and economist was an admirer of …
Golden parachutes reward risk or moral hazard?
The July 31st Economist wrote an article called The wages of failure and brought an interesting perspective to those CEOs dismissed …
Create firm value, build talent during a downturn
Where many leaders chose to cut staff, cut talent management programs, or cut both to reduce costs. A Deloitte Consulting, year-long …
Discounted risk is human capital risk
Many private equity and venture capital firms claim to rely on the quality of a team to determine funding. But rarely …
Evaluating risk: financial models versus competency models, part 1
We make models to get an idea, on a small-scale, of what might happen on a large-scale. Models help identify risk and …
Business as a foreign language for HR professionals
Today in Human Resource Executive Online I eagerly read a post titled Is Business a Foreign Language for HR? (sadly, no …
Organizations don’t change, people change
Whether strategic or tactical, mandated or self-initiated, change happens in organizations with or without warning.
Organizations are, quite simply, made up of social interactions: groups of people.
People are the heart of organization change.
Can you engineer regional innovation clusters?
Pronouncements of local, state, or federal tax incentives to draw investors and to build innovation clusters. The key is to see a difference between cluster and clutter.
The key for clusters to succeed is for clusters to cultivate of high, value-add industries and supply chains as well as a sustainable competitive AND comparative advantage to other regions.
Boston may not rate as a successful cluster.
Organization development is business growth
Organization development has yet to earn a role in all organizations. Only the most progressive companies have organization development roles, staffs, departments, …
This social media fad will ruin organization development
Social media is the most important communication and collaboration tool since the smoke signal.
The organization development world has been invaded by social media. The organization development profession is in a, social media, world of trouble because social media delivers all the intended qualities of OD, but more organic, more genuine, and more impressive community results than OD has ever been accepted to do.
When evaluating social media, it is time to move beyond fight, flight, or friend.